The organization’s continued growth and success depend on making smart choices and hiring the best. Today’s economy is exploding with talent, allowing you to be selective about the staff you hire. Yet, the crucial step to filling a position is finding the right talent for your organization.
You need someone that has the skills for the job, easily blends with the culture, interacts well with the team and believes in your mission. In your organization’s process to transformation, people are not your most important asset rather the right people are.
Hiring the right employee enhances your work culture and pays you back a thousand times over in high employee morale, positive forward thinking planning, and accomplishing challenging goals.
The smartest employers, who hire the best people, recruit a pre-qualified candidate pool of potential employees before they need to fill a job.
You can develop relationships with potential candidates long before you need them. These ideas will also help you in recruiting a large pool of talents when you have a current position available.
The earlier you adopt these practices, the better your organization will do in the upcoming war for the great talent.
When you consider hiring an employee, it’s tempting to offer the job to the candidate who is most like you. It’s hard to look for a person who possessed the right attitude as yours. There are no two same individual in this world and you can’t find yourself on others.
In the selection process the candidate feels as comfortable as a well-worn shoe. You won’t get many surprises once you make the job offer, and your gut is comfortable that your favorite candidate can do the job. Beware, beware this practice when hiring an employee.
Why does your organization need another employee just like you? Because you have prove yourself and your attitude will answer the question why you’re the hiring manager now. So, when looking for the great talent put yourself on the shoe of the candidate and give her situational questions. You’ll see the potential on the individual on the way she will handle every situation.
While a candidate may look good on paper, a prescreening interview will tell you if their qualifications are truly a fit with your job. Additionally, in a prescreening interview, you can determine whether their salary expectations are congruent with your job.
Above all else, consider input from each of the interviewers and trust your collective judgment. Put aside any and all stereotypes and select the best person for the job. Your instinct will guide you, since you know what to look for.
Usually, job applicants get hired because of their skills and capabilities however employees get fired because of their attitude and behaviour. Upon reviewing, people are really dynamic at the work place. They are joining the company with all fresh ideas and enthusiasm, but as time goes by, these people who first became job candidates and have turned to become employees are drastically changing due to some factors in or out the working environment. Human Resources or Hiring Specialist cannot conclude personnel’s possible changes that may affect their job performance. Changes are constant to human as its nature but it can be controlled and adjusted depending on the values and beliefs of an individual concerning different issues.
Hiring managers are not limited on receiving, screening, interviewing, and selecting job candidates but assessing their attitude and behaviour toward their previous job as possible pattern of their ways of doing things on different situation.
Finding the right person for a specific job is quite difficult but there’s always better way to make things simple. Knowing the qualifications in a certain job is basically the starting point of identifying key factors to search among candidates. Merely reading the resume would not be the only source in digging one’s identity. It could be used as the ground of exploring the candidate’s relevant information to confirm applicant’s sincerity and integrity.
By handling job interviews, hiring manager has the opportunity to find more revelation from the candidates and more possibility to learn more things about the past career and accomplishments if there’s any.
Hiring personnel or recruiting staff plays a significant part of the company whose job is primarily to find qualified candidates that would help the business operation runs smoothly. Hiring managers aim to find the right people as easy and as fast as possible. They want to prove to the upper management or superior that they can deliver their tasks effectively and could provide affirmative outcome. Hiring team’s success is calculated by the speed on how they administer hiring process and to bring successful new hires that will add to the company’s development.
Scan all resume that comes in the office, search for any possible applicants that could be a candidate for the position. Review the candidate’s profile and conduct phone interview for initial screening. Invite for some pre qualification assessment to identify knowledge about the job. Hiring officer will conduct format interview that partially covers all aspect of questions to evaluate the candidate if has the potential to continue the whole process.
It is necessary for the hiring manager to distinguish the qualifications of the candidates and to know if they have good profile. Ensure a clear and specific list of expectations (What to accomplish). There should be a list of the required knowledge and skills which a candidate must have. As a final point, you need to visibly recognize the behavioral characteristics the candidate needs for accomplishment.